Exam 11: Global Human Resource Management

In Japan, a lot of training and development is focused upon improving the group, with instruction addressed to small groups and testing focusing upon group questions and answers. In contrast, training and development programs in the United States typically center upon the individual, with individual assignments, readings, testing, and so forth.

Providing employees with skills specific to the job they are going to be doing refers to ______.

Reebok transferring the manufacturing of its sneakers to a third-party company in Thailand would be an example of both outsourcing and offshoring.

Hofstede's dimension of long-term vs. short-term orientation refers to

Hofstede's dimension of uncertainty avoidance refers to

A U.S. company sending an employee to work for a few years in its Madrid, Spain office while also learning the Spanish language would be an example of training.

Discuss expatriate issues as they affect staffing for global businesses.

Scenario - Symon Enterprises Symon Enterprises is an international construction company with global offices in twenty foreign markets around the world. Symon currently has over 15,000 employees around the world. The company has an excellent record as being an employer of choice. It recently was voted the number three company to work for in the world by Forbes Magazine. Symon Enterprises has become very adept at effectively handling its human resources even though there are vast differences in the various countries it services. The company attributes its HR success to the expertise of its HR directors. Symon's practice has always been to hire human resource managers and directors from the country where they will -When Symon Enterprises has work to be performed within a country where workers prefer clear rules and guidelines to follow, it can be stated that the company is most likely working within which one of the following Hofstede's cultural dimensions?

Differentiate between training and development and describe the different types of training and development that a company can offer.

Scenario - The Campbell Corporation The Campbell Corporation is a multinational business, which currently operates in five foreign markets. It manufactures stuffed toys for children around the world and is very pleased with the quality of its products. At present, this company has about 900 employees split equally between the five markets it serves. Fifty percent of its employees are host country nationals and this balance seems to work effectively for contributing to the success of the Campbell Corporation. The Campbell Corporation has faced many difficulties in gaining knowledge about human resource management in foreign marketplaces. Even though the challenges have been considerable, they have not weakened the desire of this company to succeed. The Campbell Company hopes to soon enter its sixth foreign market, Switzerland. Past experiences have taught the owners of this company that it must gain knowledge of the foreign country's culture prior to entering its marketplace if it hopes to be successful. -If the Campbell Corporation conducts its business within a country where workers prefer to be evaluated as part of a group, the cultural dimension of that nation most closely resembles which one of the following?

Hofstede's dimension of power distance refers to

________ are negotiations in which a number of employers jointly bargain with a given labor union.

The process that takes place when the expatriate employee returns home is called _____.

Scenario - Symon Enterprises Symon Enterprises is an international construction company with global offices in twenty foreign markets around the world. Symon currently has over 15,000 employees around the world. The company has an excellent record as being an employer of choice. It recently was voted the number three company to work for in the world by Forbes Magazine. Symon Enterprises has become very adept at effectively handling its human resources even though there are vast differences in the various countries it services. The company attributes its HR success to the expertise of its HR directors. Symon's practice has always been to hire human resource managers and directors from the country where they will -Employee compensation, performance appraisals, and benefits vary greatly from culture to culture. Which one of the following would not be considered a challenge facing Symon Enterprises when it comes to global compensation and performance management?

Host country nationals are workers already living in the foreign or host country where the U.S. company is opening operations and are being employed by the U.S. company.

Of the following, which is NOT true about individualism and collectivism?

A _______ is a formal organization representing a group or groups of employees.

______ involves preparing employees for new future assignments or higher level positions.

The United Nations International Labor Organization (ILO)sets minimal standards that involve prohibitions against slave or forced labor, restrictions on the use of child labor, certain basic job safety protections, and the right of workers to form labor unions.

Of the following, which is NOT true regarding technological implications on human resource management?